An Effective Human Resource Management Department

Human resource operations in global business transactions are developing in a manner which suggests that only the best experienced human resource operations will bear success. Human resource operations include procedures such as labor planning and performance evaluation in all employees (Liu, 2017). By creating decisions regarding labor requirements of an organization’s international activity, human resource employees are capable of implementing new global business trends within the company (Debroux,

Within my assignment I would be looking at the effective operation of the human resource management, in terms of recruitment, as well as selection. Within these topics I would be critically discuss how they contribute to organisations, as well as the effect they have on the business.

Effective Human Resource Management (HRM) is becoming an increasingly indispensable facet for organisational competitiveness and success (Guest et. al., 1994). Due to the employment relationship being a continuous and open-ended contract, employees can improve or restrict actual work effort, dependent on the multitude of dynamic factors which influence their happiness, motivation and attitude towards the organisation, thus defining HRM’s role as they’re required to place emphasis on optimizing an interdependent relationship between employees and employers. If HRM can effectively perform their role, this

Human resource management is becoming higher in demand everyday. Employment for human resource manager is projected to grow 9 percent from 2014 to 2024 (Bureau of Labor and Statistics, 2016). On average this occupation is growing faster than most occupations. Over the 5 years to November 2019 jobs that will open for Human resource management is expected to be above average employing between 25,001 and 50,000 more (Bureau of Labor and Statistics, 2016; Human Resource Manager, 2015).

Human Resource Management function is to provide a positive impact on the success of an organization strategic business plan. Human Resource Management plays an essential role in an organization’s human asset known as its workforce. Though effective analysis and review this management system ensures the workforce implements the organization 's vision, mission and goals. The Human Resource Management supplies support for all functional areas accounting and finance, production, inventory, sales, and marketing to assure objectives are met. Input from each area manager and key personnel will help the Human Resource personnel determine a needs analysis and job description so not to overlap when setting up

Human resource management entails the management of the people working in an organization. These are the people who are entrusted to help meet the organizations objectives. They start from the lowest level employees to the top management. Human resource management therefore, encompasses the entire workforce who help to uplift and grow the company into the great multinational corporations they are from their inception to date. The significance of the human resources in organizations has become more evident over the years as more managers discover the relationship between organizational performance and employee retention and satisfaction. Therefore, they must strive to gain the best employees to represent their interests in the market. People who will work together to meet the organizations objectives and people who will make the organization have a competitive advantage over all others in the market. The human resources approach to management emphasizes the importance of human capital in the organization. This paper describes the role of human resource management in an organization. It also analyses the differences between personnel management and human resource management as well as the phases of human resource planning. The second part of the paper analyses the factors involved in the recruitment of employees, and factors pertaining to employee payment, job evaluation and cessation of employment. The third part of the paper focusses on employee motivation and the

Although Human Resource Management did begin as a administrative job, advancements in technology has increased a business’s resources to the point of needing this department to take on a more strategic role. The HR Department is or all intend and purposes the center point for the employees needs ranging from - payroll, benefits, vacation, as well as staying up to date with the legal matters. The roles the HR department have always been aimed at meeting the needs of the employee, with a strategic approach, the HR department will be continue to be aimed at meeting the needs of employees, as well ensuring the employees can meet the needs of the company as well.

Human resources management is key to the success of organizations as they build their infrastructure. This chapter focuses management’s ability to recruit, select, train and develop their employees which will fit the goals and objectives of the organization. The role of Human resources manager can be conducted by a department of one person depending upon the size of the company and their size (Satterlee, 2013). During the recruitment process, employers should implement tools to ensure a diverse workplace. In addition, as organizations hire to fill positions they must be mindful to train employees on the laws surround sexual harassment and current issues in the workplace.

A) Historical perspective of Human Resource Management – From personnel management to Human Resources Management

Provide a brief description of the models of HRM discussed in the first chapter of the textbook, and explain how each one relates to strategic human resource management.

The author’s purpose for this paper is to broaden the readers understanding of the role human resource management plays within the context of both employee and organizational success. This paper begins with a look at the historical roots that lay the foundation for the growing need of human resource management (HRM). Some histories believe that HRM can be traced back to medieval times while other argue that human resources functions were not clearly grouped together and identified until the early 1900’s. Human resource management is an accumulation of many different theories and practices. Management, psychology, sociology, anthropology, and economics all have a place within the practice of human resource management. Motivation theory attempts to explain what factors play an integral part in the daily decisions employees and manager make including showing up for work, deciding on the amount of effort to exert at work, and cultural dynamics within the organization. The second part of this paper use comparison and contrast to identify and better understand organizational theories of motivation. Lastly, an organizational issue related to motivation will be presented and the use of previously learned outcomes will be applied in an attempt to solve the problem in the most effective way possible.

3.How should we have gone about recruiting and screening for this position? What selection tools, specifically, would you use?

As a human resource manager, there is a duty to manage workforce productivity. This adds on to the normal workload and responsibility of a human resource manager but is needed for optimizing the return on investment for the organizations’ labor expense. When looking at any organizations’ human resource department the main purpose is its effectiveness both in staff and in business. In order to be effective, most human resource managers first must develop an effective professional. That begins with the hiring process, great leadership and clear goals. High-performing employees are the foundation of productivity (Sullivan, 2011). To make a decent return on workforce investments, human resource managers must hire and retain employees, set direction and execute those directions. If the manager’s goals of the organization are clear and communicated the employees will be more motivated and focused because an unclear mission will result in a lack of focus and a low level of engagement and commitment toward achieving it (Sullivan, 2011).

As international businesses become more common and globalization continues to boom, many challenges face the Human Resource Department. With employees and business spanning over many countries, continents and hemispheres, businesses will face cultural diversity, technology reliance, and many other risks that go along with international businesses. Human Resource departments have been forced to become more knowledgeable in the hiring, training and retention of managers in international businesses due to these challenges. HR should first learn how best to train managers, and then utilize the following best practices to implement the training and development of managers in international business.

From the personnel to Human Resource Management requires re-thinking of traditional approaches of changing nature of work, workers and organizations.